HR should steam from other people

Hi Friends,

This must come as a surprise to you that why I am writing it in such a way (and no doubt most of the HR professionals steal- those who do not believe in experimenting and thinking, they just copy other's material, try to implement in own's organisation and finally they fail). Please do no misunderstand me, this article is not related to above things, even though most of you agree on it.


Stealing From Other People in HR — Become A Shameless Thief And Speed Up Your Career Success!


by Alan Collins
We’re all told that stealing is bad.
That’s a lie.
Sometimes stealing can be good.
Here are some of the greatest thieves of all time…
Steve Jobs admits in his biography that Apple has always been shameless about stealing great ideas.   He says that they swiped the concepts that Braun Products used to design speakers and radios in the 1950’s and 1960’s and applied them to Apple products — creating Apple’s monitors and the iPod.
Michael Jackson robbed from James Brown, Jackie Wilson, The Beatles and Little Richard to create his own unique singing and dancing style starting at age 8.  He later became the “King of Pop.”  He even stole his signature dance move, “the moonwalk.” from Soul Train dancers Geron “Caszper” Canidate and Cooley Jackson  and practiced it two years before he ever performed it onstage.
Kobe Bryant watched tapes and swiped basketball moves from Michael Jordan, Magic Johnson, Hakeem Olajuwon and Dr. J to become one of the best basketball players who ever lived.
Pablo Picasso, one of the greatest artists of the 20th century, “borrowed” and “drew inspiration” from many other artists and incorporated them into the works of art he produced. In case you don’t know what that really means, he was a lot more blunt in the quote he’s most famous for: “Good artists copy but GREAT artists steal.”
The same thing occurs in Human Resources.
The BEST in our profession steal.   They embrace the philosophy that you should…
Never Invent Mediocrity When You Can Copy Genius!
They’ve come to understand that personal growth or creating new HR initiatives from scratch always takes more time than you think and is highly overrated.
However, they don’t call it stealing.  They call it…
  • “Benchmarking” and re-applying “best practices.”
  • “Modeling” someone else’s behavior
  • “Reverse-engineering” great HR ideas.
And all of this is perfectly legal, ethical and accepted.
In fact, the more you steal, provided that it’s GOOD stealing (which I’ll explain shortly), the faster you’ll accelerate your success.
And that’s the #1 reason why you should steal — to speed up your progress and get results quicker.
Need to improve your coaching or presentation skills? Find a couple of superstars who already do this well, observe them and then steal their “best moves.”
Want to improve your company’s utilization of social media in recruiting?  Simple. Visit 2-3 organizations  that are already doing this better than you are and swipe and re-apply their best practices.
Want to create a new training program to enhance the leadership skills of your managers?   Take a couple of awesome programs that have already been developed.  Reverse-engineer and de-construct them it to find out what makes them great.  Lift the best pieces and re-apply it to your own.
Steal from other companies.
Swipe from other divisions within your current organization.
Lift from your role models in HR that you’re inspired by, like, admire, envy and whose careers you want to follow.
That’s how you will grow, develop and evolve faster in HR.
A phenomenal mentor of mine once told me his secret to his early success:  “In new situations, I engage in a little subtle stealing.  I find the most talented person in the room, and if it’s not me, I’ll go stand next to him or her.  I’ll hang out with them.   I’ll observe what they say, how they behave in these situations, ask questions and try to be helpful.   In situations where I find that I’m the most talented person in the room, I find another room.”
While this is a form of stealing, you should recognize that there is GOOD stealing and BAD stealing.  
The goal of GOOD stealing is not to plagiarize what you find interesting or inspiring but to steal the thinking behind it which you can then re-purpose in your own style.
That’s the difference between ripping off something and remixing it.   Remixing requires you to take apart (reverse-engineer) the interesting idea, concept or object in order to figure out the thinking behind it as well as identifying how it works. This knowledge helps you come up with ways to take the idea or behavior forward…adapt it…and make it work for you.
I love this simple chart (below) by Austin Kleon, author of the quirky and fun book, Steal Like An Artist, in which he outlines the differences between GOOD theft and BAD theft.
A GOOD thief steals from many sources, credits his sources, and remixes all these influences to create something new…like I’ve done with this article.    
A BAD thief does none of these.
Strive to be a good thief.
See something in HR worth stealing but don’t know what to do with it? Put it in a swipe file.
Need a little inspiration?  Open up your swipe file.
All of this will dramatically enhance your success in HR.
Then one day people will begin stealing from you.
And that’s when you know you’ve arrived.
Onward!

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